راهبرد مدیریت کارراهه شغلی در توسعه منابع انسانی
محورهای موضوعی : رویکرد ها ومدل های ظرفیت سازی منابع انسانیامیر شهرابی فراهانی 1 , کاوه تیمورنژاد 2
1 - دانشگاه آزاد اسلامي واحد مركز
2 - گروه مدیریت دولتی، واحد تهران مرکزی
کلید واژه: کارراهه شغلی, مدیریت کارراهه شغلی, توسعه منابع انسانی, سازمان شهرداری تهران,
چکیده مقاله :
هدف از انجام پژوهش حاضر، ارائه مدل مدیریت کارراهه شغلی به عنوان راهبردی جهت توسعه منابع انسانی در سازمان شهرداری تهران می باشد. پژوهش از حیث ماهیت، استقرایی و از حیث روش، کیفی می باشد. جامعه آماری پژوهش، خبرگان سازمان شهرداری تهران می باشند که به روش نمونه‌گیری هدفمند با استفاده از تکنیک گلوله برفی، تعداد 11 نفر با در نظرگرفتن اشباع نظری انتخاب شدند. ابزار گردآوری داده ها، مصاحبه نیمه‌ساختاریافته بود. رویکرد مورد استفاده در پژوهش حاضر، تکنیک داده‌بنیاد می باشد که پس از انجام مراحل سه‌گانه کدگذاری باز، محوری و انتخابی مدل اولیه ارائه گردید و در ادامه با استفاده از تکنیک دلفی و کسب نظر از خبرگان، مدل نهایی پژوهش ارائه داده شد که مبتنی بر 6 بعد عوامل علی، مقوله محوری، راهبرد، عوامل بسترساز، عوامل مداخله‌گر و پیامدها بود. بعد عوامل علی در قالب عوامل فردی و سازمانی تدوین شد. عوامل بسترساز شامل؛ قابلیت های سخت‌افزاری و نرم‌افزاری بودند. موانع محیطی، رفتاری و ساختاری جزو عوامل مداخله‌گر در مدل شناسایی شدند و استراتژی های توسعه ای و استراتژی های فعلی نیز جزو دسته بندی راهبردهای مدل بودند. همچنین پیامدهای اجرایی مدل در سه بعد پیامدهای کارکنان، سازمان و شهروندان دسته بندی شدند.
The purpose of this study is to present the job career management model of Tehran Municipality Organization as a strategy for human resource development. Research is qualitative in terms of inductive nature and qualitative in terms of method. The statistical population of the research is the experts of Tehran Municipality Organization. Using targeted snowballing technique, 11 people were selected by considering the theoretical saturation. The data collection tool was a semi-structured interview. The approach used in the present study is the Granded Theory technique, which was presented after performing the three steps of open, central and selective coding of the initial model, and then using the Delphi technique and obtaining the opinion of experts, the final research model It was based on 6 dimensions of causal factors, pivotal category, strategy, bedrock factors, intervening factors and consequences. Then, causal factors were formulated in the form of individual and organizational factors. Bedding factors include; they were hardware and software capabilities. Environmental, behavioral, and structural barriers were identified as interfering factors in the model, and development strategies and current strategies were classified as model strategies. Also, the executive consequences of the model were categorized into three dimensions: the consequences of employees, the organization, and the citizens.
Alwani, S. M. Managers' Self-Knowledge, 4th Edition, Tehran, Ney Publication, 2003.
Pahlavan, P., Human Resource Management - Career Progress (Carreh), The first National Conference on Resource Management in Hospitals, 2002; 9-14.
Alwani, S. M., Knowledge-Creating Policy, The Necessity of Survival in Today's Organizations, Strategic Quarterly of Parliament, 2014, No.41; 15-39.
Maali tafti, M. & Taj al-Dini, Y. Succession planning, key to saving the talent crisis, Tadbir Journal, 2009, No.199; 81-97.
Pardelan, N. Sarmad, A. & Mottaghi, H. Review mission career path between students of Isfahan University, Journal of New Thoughts on Education, Faculty of Education, 2016.
Ahi, P., Bejani, H. The role of career planning on organization success. Journal of NAJA Human Resources, 2012; 3(28): 79-110.
Allen, M., The Next Generation of Corporate Universities: Innovative Approaches for Developing People and Expanding Organizational Capabilities. John Wiley & Sons, Business & Economics, 2007; 6(6), 326-327.
Ituma, A.N. & Simpson, R., Moving beyond Schein’s typology: Individual career anchors in the context of Nigeria. Personnel Review, 2007; 36(6). 978-995.
Nishanthi, H. M., Modern Career Concepts: A Review. International Journal of Scientific and Research Publications, 2016; 6(3),19-31.
Venegas, Barbara, Changing Age and Career Concepts in the Austrian Banking Industry. Department of Management University of Applied Sciences for Management & Communication Vienna, Austria. 2019.
Maher, Chi., Career Needs and Career Values: The Mediating Role of Organizational Culture, St. Marys University Twickenham, UK. 2020; Chapter 12.
Steel, Brown., Measurement of job harbors and their role in job fit and job satisfaction and commitment. Manage. Sci, 2015; 13(6), 237–253.
Keplin & John Sol. Investigate the Effective Dimensions of the Future of the Job Path of Global Managers. Translation by Hossein Mohammadi IRGC Earthquake Studies Center. Knowledge Management Site. 2014.
Daryanto, E., Individual Characteristics, Job Characteristics and Career Development: A Study on Vocational School Teachers’ Satisfaction in Indonesia. American Journal of Educational Research, 2014; 2(8). 698-702.
Hindi, al-Shawi. Fayyah, Nima, A survey of the career path of female managers in Lebanon (Case Study of Beirut university). Senior Thesis. University of Beirut Faculty of Management. 2013.
Katharinehulzlo. Design and implementation of project managers. Translation by Mohammad Ebrahimi. Quarterly Journal of Applied Knowledge. University of Berlin. Al-Zor website, 2013; 11(9),43-56.
Na-Nan, K. and Pukkeeree, P., Influence of Job Characteristics and Job Satisfaction Effect Work Adjustment for Entering Labor Market of New Graduates in Thailand. International Journal of Business and Social Science, 2013; 4(2), 95-103.
Kong, H. Cheung, C. & Song, H., Hotel career management in China: Developing a measurement scale. In Journal Hospitality Manage, 2011; 30(1), 112-133.
Baruch, Y., Managing Careers: Theory and Practice. Glasgow, England: Pearson Education Limit. 2004.
Jenniffer, M. George & Gareth, R. Jones, Organizational Behavior, 2nd Edition, Addison-Wesley, 1999; 2(3),8-19.
Hall, D., Careers in Organization. Pacific, Palisades, California, Good year publishing company, Inc., Commentary Reintegrating Job design and career theory creating not Just Good Job but smart Jobs. Journal of organizational Behavior, 1976; Vol 26. No 20. 243-259.
Farahi, A., Soltani, M., Nasrollahi, M. Designing a Model for Career Progression Pathway. Journal of Research in Human Resources Management, 2019; 10(4): 51-78.
Foroughi Nematollahi, M., Divandari, A. Exploring the lived experience of successful managers: A narrative inquiry. Iranian journal of management sciences, 2018; 13(49): 17-27.
Rajabi, P., Shirazian, Z. An Investigation of the Effect of Job Characteristics on the Development of Job Path and Its Adaptive Capabilities. Journal of Research in Human Resources Management, 2018; 9(4): 107-127.
Yavarpour, H. Peykan, M. E. Gholizadeh, A. Designing a model for managing the career path of employees of the Melli Bank of Iran, Journal of Public Administration Mission, 2017; 8(11): 263-281.
Khaifollahi, A., Sharafat, Sh., The Effects of Career Aspects on Organizational Outcomes through Consideration of Job Factors. Journal of Research in Human Resources Management, 2015; 6(4): 157-182.
Vilhjálmsdóttir, G. Kjartansdóttir, G.B. Smáradóttir, S.B. & Einarsdóttir, S., Career adapt-abilities scale- Icelandic form: Psychometric properties and construct validity. Journal of Vocational Behavior, 2012; 80: 698–704.
Patton, W. & McMahon, M., Career development and systems theory: Connecting theory and practice. 3rd Edition. Sense Publishers, 2014; Vol. 6. 59.
Clark, D. R., Performance Analysis in Instructional Design, 2018. Retrieved from: http://www.nwlink.com/~donclark/hrd/isd/analyze_system.html.
Shoesmith, E. A., Career self-management in clan and hierarchical organizational cultures: towards the development of a competing values career self-management framework. PhD thesis. Southern Cross University. Lismore. NSW, 2018; 20-21.
Callahan, Mike, Career Planning Personal Entrepreneurship, 2nd Edition. Printed in the United States of America Copyright © 2018 by Cognella.
Ahi, p. Designing a career planning model for NAJA border officers, Faculty of Accounting and Management, Allameh Tabatabai University. Doctoral dissertation, 2013.
Mehrmanesh, H., Yadegari, R., Human Resource Management, Second Edition, Tehran, Great Entrepreneurs Publication. 2014.
Aryzi Samani, S. H. R., Barati, H., Direct and indirect effects of occupational and individual variables on career satisfaction, Journal of Contemporary Psychology, 2015; 10 (1), 33-46.
Seyed Javadin, S. R., Fundamentals of Human Resource Management, 2017, Seventh Edition, Tehran, University of Tehran School of Management Publication.
Seyed Javadin, S., Hasan Gholipour, T., Gholipour, A., Haji Karimi, A., Karimi Jafari, F. Designing Career Adaptability Model (Case study: Shazand Petrochemical Company). Management Researches, 2017; 10(36): 31-62.
Strauss, A., Corbyn, J. Fundamentals of Qualitative Research, Techniques and Stages of Production of Basic Theory, Translated by Afshar, Fifth Edition, Tehran, Ney Publication,2016.
